Key organizational factors that influence organizational commitment and job satisfaction

A quantitative and qualitative combination of methods was used to measure relationships between variables and to contextualize the results found from 10, surveyed workers.

Factors affecting employees organizational commitment

Introduction In the current climate of turbulent changes, companies have begun to realize that the employees represent their most valuable asset Glen, ; Govaerts et al. The questionnaire measured levels of organizational commitment, job status, job satisfaction and the effects of gender for part-time and full-time retail sales personnel. One of the prime virtues of this line is to maintain the discussion about the existence of diffuse bonds and different work relationships within the context of organizations; Reflections on commitment management, a theme that has been underlying the analysis of antecedents and consequences throughout the years. In this study, we limit the presentation of qualitative data to the categories related to the results of the quantitative analyses. H2: Creativity in the work context positively affects organizational commitment. The population of interest had a total potential quantity of approximately 2, salespeople with the size of the actual sample being Job satisfaction is an important work-related attitude in sales force research, for several Boles et al.

For our investigation of the possible mediation role of the satisfaction variable as an antecedent of organizational commitmentand its role as a consequent, two principal models were tested. All modern theories of work motivation stem from his study.

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factors that contribute to employee commitment

Many newly created jobs are part-time Rosendaal, Statistical analyses using a correlation matrix was performed to confirm or reject hypotheses.

To analyze the relationship between work satisfaction and achievement, Zhang and Zheng test affective commitment as the mediator between satisfaction and performance at work, and tradition cultural values as the mediator between professional satisfaction and affective commitment.

Distinguishing affective commitment from job satisfaction, Kooij, Jansen, Dikkers and Lange affirm that while the former refers to positive feelings toward the organization, in general, the latter refers to positive feelings more specifically related to the job or position.

Organizational commitment research papers

Despite the fact that a relationship between commitment and satisfaction could be observed, the understanding that commitment and satisfaction are related is not a consensus, nor is the concept that satisfaction is the antecedent of commitment, or its consequence. Recent research Al Omar, Lolli, Chen-McCain, Dickerson, indicates that part-time employees were found to be less committed to their job than full-time. The sample included males and females; employed full-time and part-time with retail stores selling mobile phones, athletic and dress shoes, garments, jewelry, furniture, and electronics. The results of the empirical study conducted in industrial systems suggest that this part of the model needs to be improved to reflect the mediating role of job involvement in the process through which job satisfaction influences organizational commitment. One of the prime virtues of this line is to maintain the discussion about the existence of diffuse bonds and different work relationships within the context of organizations; Reflections on commitment management, a theme that has been underlying the analysis of antecedents and consequences throughout the years. Transitioning to democracy in October , Serbia embarked on a period of economic recovery, helped by the introduction of long overdue reforms, major inflows of foreign investment and substantial assistance from international funding institutions and others in the international community. Therefore, the first factor affecting organizational commitment is the level of job satisfaction. Method: The research analyzed the variable relationship through the use of quantitative method in a non-random convenience sample of males and females salespeople; employed full-time and part-time with retail stores selling mobile phones, athletic and dress shoes, garments, jewelry, furniture, and electronics. The third subsample, with 4, cases, was used to test structural models, and the last subsample, with 2, cases, served for cross-validation of these models. Building employee commitment to the organization in retailing is a paramount goal that every organization must address. Objective The purpose of this study is to analyze the relationship between organizational commitment; and job satisfaction, job status, gender, and intervening variables. These studies indicate that men and women have different levels of organizational commitment for varied reasons. The retail stores selected for this study were from the Humacao municipality in Puerto Rico. We conducted interviews with six high command officers and a focus group comprised of seven members from the three highest organizational levels. In this group, the goal is to elicit the plurality of ideas, which enables the researcher to broaden the understanding of the answers obtained.

Introduction In the current climate of turbulent changes, companies have begun to realize that the employees represent their most valuable asset Glen, ; Govaerts et al.

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Organizational Commitment and Job Satisfaction: What Are the Potential Relationships?